Beyond the Résumé: Hiring for Personality, Purpose, and Culture Fit

Hiring isn't a transaction; it's a strategic leadership moment.

The Missing Link in Hiring? A Clear Position Description

While the last blog talked about this. It needs to be stated again. Before you even post the job or screen a candidate, clarity around the role's purpose, behavioral expectations, and contribution to strategy sets the tone. Every hiring process must begin with a skills and behavior-based position description that:

• Aligns with the organization’s Purpose, Mission, and Decision Filters
• Defines success through outcomes, not just task lists
• Clarifies both technical and relational expectations

Clarity creates confidence for candidates, hiring managers, and teams alike.

Why Personality and Purpose Matter More Than Ever

In a world of AI-written résumés and credential-chasing, leaders must focus on the human behind the paperwork. The real win? Hiring someone who not only can do the job, but thrives in it, grows with it, and elevates your culture.

When values and purpose align, candidates are more likely to:

• Build trust quickly
• Collaborate across boundaries
• Embrace feedback and growth
• Stay engaged through change
• Bring value to your organization

Healthy Organization’s Hiring Philosophy: People Over Paper

1. Start with the Human Fit

Go deeper than the checklist. Ask:

• What kind of personality thrives in this space?
• What behaviors are non-negotiable for our team’s success?
• How will this person live out our values day-to-day?

“You don’t hire for skills; you hire for attitude.  You can always teach skills,”  Simon Sinek.

2. Use Tools Like The Birkman Method to Guide, Not Judge

SPI uses the Birkman Personal Style Assessment to surface behavioral insights that shape smarter conversations. It reveals:

• Decision-making styles
• Needs under stress
• Communication strengths
• Motivation and risk tolerance

We don’t use it to eliminate candidates, we use it to understand them.

3. Interview for Alignment, Not Just Answers

The best interviews feel like real conversations. Go beyond “Tell me about a time…” and explore:

• “What kind of leadership brings out your best?”
• “How do you stay grounded in uncertainty?”
• “What kind of purpose motivates you to do your best work?”

4. Co-Create, Don’t Just Fill

Rigid role expectations can cause you to miss out on top talent. If someone brings unique strengths, explore how the position might evolve, as long as it still aligns with purpose and filters.

Final Thought

Hiring isn’t just about finding someone who fits. It’s about finding someone who belongs and believes in where you’re headed.

With a clear position description, a values-first lens, and a behavior-aware approach, hiring becomes not just safer, but smarter.

The right hire doesn’t just fit the job. They fuel the mission.

Absolutely, Jim. Here's a concise list of leadership tips to complement your blog post “Beyond the Résumé: Hiring for Personality, Purpose, and Culture Fit” — ideal for use at the end or as a sidebar.

Leadership Tips for Purposeful Hiring

1. Slow Down to Speed Up

• Take the time to define the role's purpose and behavioral fit.
• Rushing leads to turnover; clarity leads to traction.

2. Think Ecosystem, Not Vacancy

• Ask: “How will this person affect team dynamics and decision-making?”
• You're not just hiring an individual, you’re shaping culture.

3. Use Assessments as Conversation Catalysts

• Tools like Birkman uncover how people work, not just what they do.
• Don’t screen out. Lean in to understand motivations and needs.

4. Prioritize Self-Awareness Over Self-Promotion

• Look for candidates who can reflect, adapt, and align, not just impress.

5. Make Values Visible

• Show how your organization lives its values in everyday actions.
• Candidates can’t align with what they can’t see.

6. Hire with the Future in Mind

• Think: “Can they grow with us, not just for us?”
• Purposeful hiring focuses on potential and cultural contribution.

7. Partner with the Candidate

Great hires are co-created. Flex when someone brings unexpected value that still fits your mission.

Is that everything you need to hear? Are you ready to start?